Salary : $83,988.00 - $149,724.00 Annually
Location : Thurston County - Tumwater, WA
Job Type: Full Time - Permanent
Remote Employment: Flexible/Hybrid
Job Number: WMS 26-11
Department: Dept. of Labor & Industries
Division: Director's Office
Opening Date: 07/07/2026
Closing Date: Continuous

Job Highlights
The Enterprise Inclusion Manager is essential to L&I's vision to create a diverse culture of equity and belonging in all business areas across the enterprise. This position brings together equity, inclusion and belonging activities to support agency leadership and employees at every level to create an intentional work environment where inclusion is evident, employees thrive, and their unique perspectives and identities are valued.
The Enterprise Inclusion Manager is essential to L&I's vision to create a diverse culture of equity and belonging in is a champion for programmatic work to support L&I in becoming an equity-driven organization. This position is responsible for developing regulations and policies related to diversity, equity and inclusion efforts in the agency. The manager has broad oversight and is essential to carry out L&I's vision to create a culture of equity and belonging.

Duties
Some of you'll do:

• Create and implement the agency's DEI Strategic Plan and reports on progress to the Director, agency leadership team, operations leadership team, and DEIB Employee Advisory Committee.
• Lead, manage and influence agency planning efforts to transform both internal and external service delivery with an equity lens.
• Makes recommendations on goal setting, performance targets, and creation of a comprehensive plan to support, track and report on all agency equity-related work; leads quarterly reviews of agency DEI goals and develops strategies to maintain progress.
• Partner with agency divisions in the implementation strategies of the language access plan.
• Partners with the Office of Human Resources to identify DEI training needs to support statewide and agency goals, and help establish effective creation and implementation of meaningful DEI training programs.
• Serve as an active member on the Workforce Empowerment Collaborative and serve on other statewide workgroups that advance DEI for state government, speaking on behalf of the agency and sharing knowledge and resources.
• And much more!

Qualifications
Required:

• 5 years of experience leading a large organization's DEIs efforts, Title VI of the Civil Rights Act, Title II of the Americans with Disabilities Act and disability justice, anti-poverty policy, addressing health disparities, social justice, cultural humility or working with historically marginalized groups.
• Demonstrated experience in:
  1. Managing DEI best practices for policy development, organizational and curriculum development, organizational culture shifts and communications where actions significantly affect the overall operation and strategic purpose of an agency.
  2. Creating policies, programs, practices and procedures that increase the power, voice and influence of the most impacted and marginalized employees in a large divisional, departmental operations or agency.
  3. Cultural competencies in the areas of race, religion, gender identity, national origin, sexual orientation, language comprehension, socio-economic status, physical ability and others.
• A bachelor's degree in social or organizational behavioral sciences, human resources, public administration, business administration, organizational development, or related field. Experience may be substituted year for year for education.
• The ability to take action to learn and grow.
• The ability to take action to meet the needs of others.

Desired:

• A master's degree in social or organizational behavioral sciences, human resources, public administration, business administration, organizational development, or related field.
• Certification or other extensive training in the area of DEI.
• Experience in:
  1. Organizational development, strategic planning, goal setting, performance measurement and change management.
  2. Systems thinking to address root causes of systemic inequities and social determinants of health.

Supplemental Information
Application process
Do not attach or place any medical information in the application, resume, or cover letter. You will need to remove the confidential information before your application is considered.
Learn more about our on L&I's website.
If you need an accommodation for the application or hiring process, please email or call 360-902-5700. TTY users should first call 711 to access the Washington Relay Service.

For more Information
If you have any questions regarding this job posting, program, or the agency, please contact , Talent & Belonging Manager.
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More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.

Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.

To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.

Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.

Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.

The Washington State Employee Assistance Program promotes the health and well-being of employees.

Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.

Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.

Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.

Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.

Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.

Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.

Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.

Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.

Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in (1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.

Part-time employees accrue vacation leave hours in accordance with (1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in , an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. How